It is a natural tendency that when a candidate attends an interview process, he or she discusses the experience with the family, friends and personal network. While it might sound trivial to many but the brand image reaches out to these people through these candidates. Whether the candidate gets selected or not, in both cases the information passed on by them is an important source of data in terms of company branding. Social media platforms are in high tide in recent times in terms of information gathering. Consequently it has been observed in a study that 70% candidates are put off by the negative comments and experiences which impacts the recruitment process. So in order to boost up the talent sourcing process it is essential to improve candidate experience quotient.
Creating an impression is not restricted to the candidates any more. It has become both ways for the employer as well. For the company the first impression created for the candidate is the job posting that appears on various portals and job boards. While it might sound trivial but the style of writing and information conveyed through the job description in these ads is the first impression created in front of a candidate. A study suggests that 75% applicants apply for a job when they are influenced by the look and feel of the job. The second factor that plays a key role towards candidate experience is the communication channel. A constant interaction with the candidate regarding the selection process build up the trust towards the brand and brings in a lot of transparency to the process. Lastly, the interview process should be streamlined and objectified so that the candidate is not made to sit for hours without any reason.
It is not always about the professionalism attached to the process. The candidate connects more to a brand when there is an interaction which is professional yet special. Be it the interview process or the communication regarding the selection process and extending the employment opportunity, it should be undertaken with utmost care and courtesy. Instead of making the entire recruitment process all about technical stuff, a touch of casualness such as asking about the day or how did the candidate reach the office or whether he or she was able to find the address properly goes a long way in building up appositive candidate experience.
The last but definitely not the least is the feedback system. Taking only initiatives does not help the purpose. Managing a proper feedback system is essential to completely understand the candidate experience scenario. Even if the candidate is not selected, that individual can be approached for a feedback regarding the process with an assurance that his or her profile is present in the talent pool and will be considered for other relevant vacancies. Even small advice on any miss points during the interview can also be conveyed. This builds up the positive candidate experience which goes a long way.
Human Resource and Talent Acquisition forms the most essential part of an organization’s function. While organization use sourcing avenues like Employee Referral, Job Portals, Recruiting Agencies to find suitable Talent, the latest trend is hiring through social media. The current trends in digital recruitment marketing reinforce the idea that candidates have to be on major social media channels like Facebook, Twitter and LinkedIn. This is, however, a trend that might not last long. Looking for jobs or candidates on what are considered alternative social media networks might yield better results.
There is really high competition for finding your company or you as a candidate on major social media networks as everyone else is there. Especially for tech-savvy or specialist roles in your industry, going to specific networks is a better plan. As far as Indian context is concern, there are multiple views presented by experts about which particular platform is actually leading the way but one thing is for sure, “Social Media Recruitment” has actually taken off and Indians have accepted this with open hearts. What favors the use of social media in Indian context is the personalization factor which is the crux of communication through social media channels.
Considering the other end of horizon, even job seekers have understood the importance of social media in getting new jobs. Social media tools and social networking sites have revolutionized communication methods, both privately and increasingly, at work.
Communication through social media involves the use of an online platform or website (a social networking site) that enables people to communicate, usually for a social purpose, through a variety of services, most of which are web-based and offer opportunities for people to interact over the internet, e.g. via e-mail and ‘instant messaging’ (a form of real-time, direct text-based communication between two or more people using personal computers or other devices).
The Benefits of Using Social Media in Hiring
Candidate Quality – Those who frequently use social networks may be the highly desirable “early adopters”. This source may identify higher-quality candidates (including those who are more technically savvy and innovative). Note: The simple act of listing the primary source (that generated the resume) on the top corner of every resume will, over time, educate hiring managers and eventually lead them to shift their recruiting efforts toward sources that appear most frequently on their short list.
Hidden Candidates – The perfect candidates for your position may not be actively looking for a new job. Networking through social media can help to identify qualified candidates who cannot be found or successfully messaged using other sources.
Candidate Diversity – Social media may assist in identifying a higher percentage of qualified diverse candidates in managerial and professional jobs.
Cost per hire — The recruiting-related transactional costs can be significantly lower compared to other sources.
Employer Brand – Social media sites increase your visibility as an employer and significantly improves your leading-edge employer brand image among targeted prospects (even if the image-building it doesn’t result in immediate applications).